As with all forms of innovation, some do it better, quicker and more efficiently than others. In this blog, we take a look at some of the companies who are utilising people analytics to their advantage right now, as well as examples of how they’re using their people data in practice. 

Importance and benefits of people analytics 

People analytics is becoming increasingly important in today’s rapidly changing business environment. Successful people analytics helps you better understand the people within your organisation. It can allow businesses to make data and evidence-backed decisions and improve morale, productivity and retention for their people, for instance.  
 
Whether you’re dipping your toe into the world of people analytics or interested in progressing your career in this area, read on to discover some companies who are leading the way with their people analytics innovation.

Examples of people analytics innovation 

Companies who are currently getting their people analytics right include Google, Deloitte, Amazon and IBM. Read on to see how they’re utilising people analytics to their advantage. 

Google 

Google's innovative use of people analytics in its Project Oxygen initiative is aimed at identifying key behaviours of successful managers. By analysing employee performance reviews, employee feedback and other HR data, they were able to identify management traits that correlated with high team performance.  
 
These data-backed insights mean that tailored training and development programs for managers could be rolled out, resulting in improved leadership, and in turn improved employee satisfaction and organisational performance. 

Amazon 

Multinational technology company, Amazon, uses people analytics on a day-to-day basis to manage its workforce. People analytics is particularly useful in Amazon’s logistics and fulfillment centers, for improving operational efficiency and people management.  
 
For example, Amazon tracks employee productivity data, including the number of items picked, packed and shipped per hour, to make data-backed decisions regarding workflow, rotas and efficiency.

Similar data is used to manage safety by identifying areas in the warehouse where accidents are most likely to occur, leading to more targeted health and safety training, and the ability to put preventative measures in place.

Deloitte 

Leading global provider of audit and assurance, consulting, financial advisory, risk advisory, tax and related services, Deloitte, integrates people analytics into its consulting services. Their teams use data-backed insights to help improve workforce performance and decision-making.

For example, Deloitte analyses existing data surrounding recruitment, engagement and retention. This allows their teams to identify trends, and put corrective measures in place to improve staff retention, as well as boosting talent acquisition.

IBM 

IBM has previously claimed that its AI technology can predict with 95% accuracy which employees are likely to leave their jobs within six months. IBM’s predictive attrition program analyses thousands of pieces of data to predict employee flight risk and prescribe actions for managers to take to address the underlying issues. 

Unilever 

Global consumer goods company, Unilever, uses people analytics to improve their talent acquisition. They use a combination of people analytics and AI to filter candidate data, identifying top talent and removing human bias, which in turn streamlines the hiring process.  As a result, Unilever is now able to use a single HR system across all 104 countries it operates within. 

Read more about the top trends in people analytics. 

How an MSc in People Analytics can aid your future career  

If you’re interested in progressing your career in the people analytics sphere, an MSc in People Analytics can help you stay ahead of trends and lead transformation initiatives. This insightful course combines different specialisms that will help you see how variables from different areas of an organisation are interrelated. Throughout your studies you will get an advanced understanding of Organisational Behaviour (OB), Human Resource Management (HRM), HR Data Analytics, and Psychometrics. 

This master’s degree is part of the Hull University Business School, a leading UK business school with internationally recognised accreditations from the Association of MBAs (AMBA) and the Association to Advance Collegiate Schools of Business (AACSB). The course is 100% online and part-time, meaning you’ll have the flexibility to fit your studies around existing commitments with ease: